The First 500 - A report on London Deanery's Coaching ... - Mentoring

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THE CASE FOR A DEANERY-LED SERVICE<strong>The</strong> mission of London Deanery is to improve the quality ofpatient care by ensuring the supply of doctors and dentistswho are educated, trained and motivated to play a full part in afirst class modern health service. It is therefore a core Deaneryfunction to develop doctors and dentists to the maximum oftheir potential, as leaders, team players and champions forlocal quality improvement. This is particularly pertinent at atime of major challenge and financial stringency in the NHS. Analternative means of development is through leadership courseswhich may be enlightening experiences but they do not offerthe individually tailored approach of coaching/mentoring thatsupports the individual in their unique environment to enable themost appropriate solution to be found. It is much more powerfulto experience coaching whilst being in the process of managingchange yourself, than to attend a theoretical course on thesame subject.A centrally provided Deanery-led coaching andmentoring service results in many benefits tohealthcare in London as follows:• Planning a coherent London-wide approachto the training and development of medicaland dental mentors• Ensuring equality of access for menteesacross London• Ensuring objectivity and confidentiality formentees by providing a service outside theemploying organisation• Providing continuity of mentoring/coachingfor trainees on rotational programmes• Exercising purchasing power to access highquality training and supervision• Developing a critical mass of enthusiasm,experience and expertise to drive theservice forward• Providing one voice for coaching andmentoring of doctors and dentists in London• Supporting London’s healthcare strategy• Providing a focal point for discussionswith national organisations eg GMC, RoyalColleges, Department of Health<strong>The</strong> benefits to the deanery are also manifold:• Supporting the Deanery’s mission to improvethe quality of patient care by ensuring thesupply of doctors and dentists who areeducated, trained and motivated to play theirpart in a first class modern health service• Enhancing the careers and job satisfaction ofstaff and hence the reputation of London as aplace to train and work• Helping doctors and dentists to achievework/life balance and avoid dropping out oftraining or burning out• Engaging doctors and dentists in improvingthe quality of education and service topatients in London• Enabling doctors and dentists from diversebackgrounds to maximise their potential• Strategies to prevent burnout such assupporting flexible working and work/lifebalance• Encouraging doctors and dentists in difficultyto find strategies to overcome their problems• Developing a culture of active listening,support and encouragement among agentsof the Deanery• Releasing leadership potential at every level10London Deanery Coaching and Mentoring Service
<strong>The</strong> Deanery believes to run the service optimally the mentoringshould be delivered by appropriately trained and supporteddoctors or dentists. It is considered that a shared understanding ofthe context and values of the medical environment will encouragetrust in the service and rapidly enable rapport to be established.Confidentiality is more readily assured by offering mentors fromdifferent specialties and organisations which will give the menteethe confidence in the system to share personal information. Inaddition the mentor will be likely to bring a fresh light upon issueswhich should encourage creative thinking and there should be lesstemptation to offer the Mentee inappropriate advice or solutions. Itis important that the mentor has the knowledge and understandingon accessing other sources of help for the mentee, such ascareers information, counselling, psychotherapy or medical help.<strong>The</strong> Deanery, with its wide educational networks, is ideally placedto ensure the availability of experienced mentors from differentspecialties and different organisations across London.LESSONS LEARNED FROM OTHERS<strong>The</strong> lessons learned by others helped to inform the way theLondon Deanery service was set up.• A review of publications about mentoringprogrammes for medical students or doctorsconcluded that most offered evidence ofsatisfaction with the programme but failed toprovide a short- and long-term evaluation ofthe individual successes of the participatingmentors and mentees. (Buddeberg-FischerB, Herta KD, 2006). <strong>The</strong> London Deaneryprogramme has been designed from the startwith systems to capture feedback from eachencounter between mentor and mentee;reflection on the impact of the experiencesome time after conclusion; and the views ofstakeholders such as medical directors anddirectors of medical education about anyeffect in the workplace.• Another review of the subject highlights theproblems of having a mentor who is seniorto the mentee and working in the samedepartment “problems exist, such as conflictbetween the mentoring and supervisoryroles of the mentor, confidentiality breaches,mentor bias, lack of “active listening” androle confusion.” (Taherian K, Shekarchian M,2008). <strong>The</strong> London Deanery service matchesmentees to mentors from outside theemploying organisation and specialty.• A successful programme in North EastEngland also described problems with “levelsof confidence in providing mentoring; culturalfactors, such as juniors not wishing to beseen to need help, and organizational factors,such as lack of time allocated for mentoring.”(Connor et al, 2000) <strong>The</strong> training andsupervision of mentors and the assuranceof confidentiality for mentees are centralto the London Deanery’s Coaching andMentoring Service.London Deanery Coaching and Mentoring Service 11
Page 1: Coaching and MentoringThe</
Page 7 and 8: The London Deanery
Page 9: Doctors as mentees value primarily
Page 13 and 14: SECURING RESOURCESThe</stro
Page 15 and 16: Monitoring, evaluation and reviewAs
Page 17 and 18: • It is the responsibility of men
Page 19 and 20: Supervision and development
Page 21 and 22: THE PARTICIPANTS21London Deanery Co
Page 23 and 24: Previous experience of mentoringApp
Page 25 and 26: The MenteesDemogra
Page 27 and 28: Outcome of applicationAs of March 2
Page 29 and 30: Considerations forthe Future29Londo
Page 31 and 32: Poor performance vs High performanc
Page 33 and 34: ConclusionThe firs
Page 35 and 36: 18.19.20.Megginson D, Clutterbuck D
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The First 500 - A report on London Deanery's Coaching ... - Mentoring

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